TOWARD AN UNDERSTANDING OF EMPLOYMENT DISCRIMINATION CLAIMING: AN INTEGRATION OF ORGANIZATIONAL JUSTICE AND SOCIAL INFORMATION PROCESSING THEORIES

This research examines predictors of actual discrimination claiming among terminated workers by investigating a number of variables suggested by organizational justice and social information processing theories. This study investigated initial decisions to claim in a sample of 439 terminated workers who were surveyed at several unemployment offices. Logistic regression was used to examine how the decision to claim for discrimination was affected by procedural and distributive justice, social guidance, minority status, gender, age, tenure, and education. All of the variables except education and gender were found to be significant. Thus, the results support variables from each of the theories. Social guidance was found to have a major influence on discrimination-claiming. A counter-intuitive finding for minority status was found such that Whites were more likely to claim than minorities. Theoretical and practical implications are discussed.     

MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES AND FIRM PERFORMANCE: ADDITIONAL DATA AND SUGGESTIONS FOR FUTURE RESEARCH

Gerhart and colleagues (2000) and Huselid and Becker (2000) recently debated the presence and implications of measurement error in measures of human resource practices. This paper presents data from 3 more studies, 1 of large organizations from different industries at the corporate level, 1 from commercial banks, and the other of autonomous business units at the level of the job. Results of all 3 studies provide additional evidence that single respondent measures of HR practices contain large amounts of measurement error. Implications for future research into the HR firm performance relationship are discussed.     

Perception-of-Relationships Test and Bricklin Perceptual Scales: Validity and Reliability Issues,Part II of Two Parts

In Part I we considered the requirements of a paradigm that could generate child custody data in a scientifically acceptable manner. Part II presents test-retest data obtained over an eight-month interval from the PORT (n = 127) and the BPS (n = 93). We address when concurrent validity data will be similar to future validity data, and the desirability of distinguishing errors of measurement from true changes in measured variables. We also present system-specific validity data for the PORT.     

Movement of Pt markers in MgO during a solid-state reaction

The effectiveness of Pt in marking the initial location of heterophase boundaries between two reactants in a thin-film solid-state reaction is discussed. The Pt markers were produced by dewetting a continuous Pt film at elevated temperatures, thus forming an array of small isolated particles. These particles can then serve as fine-scale markers for tracking the motion of interfaces. The thin-film diffusion couples with Pt markers were used, in this study, to investigate the effect of an applied electric field on a spinel-forming reaction. The reacted diffusion couples with Pt markers were analysed using both transmission and scanning electron microscopy. Analysis of the diffusion couples showed that the Pt markers could be affected by, or themselves affect, the reaction process. The interface between the Pt marker and surrounding oxide matrix plays an important role in the reliability of Pt as an effective marker.     

DEVELOPMENT OF MULTIPLE JOB PERFORMANCE MEASURES IN A REPRESENTATIVE SAMPLE OF JOBS

The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry-level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization-wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands-on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.     

COMPARING RECRUITER, STUDENT, AND FACULTY PERCEPTIONS OF IMPORTANT APPLICANT AND JOB CHARACTERISTICS

This study investigated the extent to which corporate recruiters, students and faculty share an understanding of important job applicant characteristics and desirable job factors. Multivariate analyses revealed significant differences between the three groups. The implications of these findings for recruitment, selection, and career counseling are discussed.     

The Moral Nature of Psychotherapy

Although psychotherapists are aware that psychotherapy is a value-laden practice, they do not generally appreciate that psychotherapy is necessarily based on moral values. Conceptions of moral values as attitudes regarding the well-being of others and of human enterprises as actions based on reasoned choices or values are presented. The nature of psychotherapy as a moral enterprise is shown through an examination of two views of theory. Theories, the typical basis for guiding and justifying practice, either contain moral values or require them as assumptions necessary for practice. Implications for the teaching and presentation of forms of psychotherapy are briefly discussed.